Teaming Up with Tech: How AI Can Change HR Permanently

Learn how AI and humans can play to each others’ strengths to create powerful changes in how we work and recruit.

Published on July 18, 2019

Garry Kimovich Kasparov. Unless you’re a competitive chess enthusiast this name probably has no meaning to you. In his day, Kasparov was the best chess player in the world. Kasparov was to chess what Muhammad Ali was to boxing. The greatest.

At age 22, Kasparov became the world’s youngest undisputed World Chess Champion. He was basically unbeatable from 1986-2005; holding the #1 spot in the world for almost his entire chess career. Kasparov was able to carry his legendary status as the world’s highest rated player into retirement in 2005. But he was toppled by Deep Blue.

Deep Blue began its life in 1995 somewhere in the halls of IBM. A spinoff of Deep Thought, Deep Blue was built with the goal of becoming the best chess player in the world. It tied for second in the World Computer Chess Championship the same year it was created. Two years later, Deep Blue was ready to make history. In 1997, Deep Blue became the first computer to ever defeat a World Chess Champion in a match. Deep Blue beat Kasparov and showed us all the growing power of AI.


Artificial Intelligence’s Strengths

We can learn a lot about AI through a game like chess. The game is built on two fundamental elements: tactics and strategy. Tactics are where computers thrive. Deep Blue was able to take down Kasparov because it was designed to perform the most advanced tactics with 100% accuracy. Computers can perfectly execute repetitive tasks. They can recognize patterns immediately and make decisions based on the information they receive. Clearly, this technology is not only useful for chess. Companies across the world are taking notice. Over 15% of organizations have invested in AI and more are soon to follow because AI can reshape the working world.

The most impactful applications of artificial intelligence are in the workplace. With perfect execution of repetitive tasks, AI can drastically increase productivity for most organizations. But AI can also help solve some of the greatest problems businesses are faced with today. One such problem is recruitment. There are millions unemployed, but businesses still struggle to find workers because recruitment is undeniably challenging for both parties. Applicants flooding in means only being able to afford each resume a 6 second glance, which is not long enough for a human to accurately find the right person. People are forced to fall back on intuition and bias to keep up, which leads to errors. It’s repetitive analytical work that requires a high level of accuracy and speed – a highly complex analytical challenge perfectly suited to AI.


How AI and Humans Work Together

Artificial intelligence cannot replace humans, however. That is because humans are well attuned to strategy. Humans see the forest while the computer looks at the trees. Instead of inaccurately sifting through resumes, the human resources manager of the future will direct the AI on what to look for in applicants and will receive the right people automatically.

Computers work best alongside humans, much like how humans work best alongside computers. People will not be displaced from their jobs by AI because humans have skills computers don’t. Several years after the Kasparov v. Deep Blue bouts, “freestyle chess” was invented. In freestyle chess humans and computers work together in teams. Humans direct their computer teammates to execute tactics under the overarching strategy the humans can see. Even amateur chess players with normal computers have beaten the best humans and machines working alone. It makes intuitive sense that humans doing what they do best, and computers doing what they do best is a winning combination. But how do we apply that to our jobs?

tilr is doing to Human Resources what freestyle chess did to chess. tilr’s algorithm handles the tactics – analyzing the candidate pool for skills that humans can’t intuitively pick up on and removing bias from the decisions. tilr is meant to enhance human resources departments and make recruitment manageable. By eliminating the need to deal with filtering through a mountain of resumes, it opens up more time for the humans in human resources to do what humans do best. Think big, handle the people, and create a strategy for the overall company.


We can freestyle HR, with tilr.